BUSINESS & INDUSTRIAL PSYCHOLOGY

Name: Jesus D. Collantes Jr.

Current Employment: Pres. Sergio Osmeña High School

Position: Admin Staff

EMAIL: jesuscollantes708@gmail.com

1. Create a timeline of the important events

- The story behind the timeline

a) History and Development of IO Psych: Early Beginnings to Scientific Management

DATE EVENT

1903 Walter Dill Scott wrote The Theory of

Advertising, in which psychology was first

applied to business

1910 Hugo Munsterberg wrote Psychology and

Industrial Efficiency,

1911 Scott wrote the book Increasing Human

Efficiency in Business.

1930’S I/O psychology greatly expanded its

scope. Until then, it had been involved

primarily in personnel issues such as the

selection and placement of employees.

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1930’S the findings from the famous Hawthorne

studies were published, psychologists

became more involved in the quality of

the work environment, as well as the

attitudes of employees.

1960s were characterized by the passage of

several major pieces of civil rights

legislation.

were also characterized by the use of

sensitivity training and T-groups

(laboratory training groups) for managers

1970’S brought great strides in the

understanding of many organizational

psychology issues that involved employee

satisfaction and motivation. The decade

also saw the development of many

theories about employee behavior in

organizations. B. F. Skinner’s (1971)

Beyond Freedom and Dignity resulted in

the increased use of behavior-

modification techniques in organizations.

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 brought four major changes to I/O

psychology.

The first involved an increased use of

fairly sophisticated statistical techniques

and methods of analysis.

A second change concerned a new

interest in the application of cognitive

psychology to industry.

The third change was the increased

interest in the effects of work on family

life and leisure activities

1980’s and 1990’s I/O psychologists took a renewed interest

in developing methods to select

employees.

2000’s The greatest influence on I/O psychology

is the rapid advances in technology.

b) History and Development of IO Psych: Human Relations Movement to Organizations as

Social Entities

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  Two early figures, related through the Hawthorne Studies and Harvard Business

School, were Fritz J. Roethlisberger and G. Elton Mayo. Roethlisberger was a

Harvard Business School professor for 40 years; Mayo was a Harvard professor

with training in psychopathology.

 The movement began during the period spanning the irrational zest of the late

1920s and the start of the Great Depression.

 The shift was documented in the titles of two books by Morris Viteles.

Specifically, the revision of Industrial Psychology (1932) illustrated the evolution

of the field when it appeared as Motivation and Morale in Industry (1953).

 Even as industrial psychologists continued to develop personnel testing

techniques, documented by Harold Burtt in 1926 and 1929 and then by Morris

Viteles in the magisterial Industrial Psychology, the roots of organizational

psychology were being cultivated in the study of attitudes and groups.

 Moving on through the interval between 1950 and 1970, Douglas McGregor and

Rensis Likert stand out among others in terms of their influence on the human

relations movement.

2. Discuss the requirements, limitations, and methods of psychological research in the field of

Business and Industrial / Organizational Psychology. Give Examples

Requirements

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 A master's degree and several years of directly related experience are prerequisites for

working as a consultant or rising into a senior or managerial role. A PhD may be necessary for

work in research, university teaching, and some other roles.

Limitations

I believe this holds true for other areas of psychology as well, where a study's

constraints are its defects or shortfalls, which may stem from a lack of resources, a small

sample size, poor methodology, etc.

Methods

 The experimental method is the most potent research technique because it is the only

one capable of establishing cause-and-effect relationships. An experiment is defined by

two things: (1) changing one or more independent variables; and (2) randomly assigning

participants to experimental and control groups. The independent variable, or one or

more characteristics of the study question that are purposefully altered, is measured,

and the changes that arise from this manipulation are referred to as the dependent

variable.

 To address a research question, archival research uses previously gathered information

or documents. For instance, we could examine the personnel files to see whether the

backgrounds of good workers have any traits in common that poor workers do not, in

order to determine what makes good workers different from poor workers.

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  Surveys may inquire about the thoughts of HR directors about the most effective

approach to hiring, the effectiveness of their child-care centers, and the sentiments of

employees toward the company.

 A statistical technique for drawing conclusions from earlier studies is meta-analysis. A

researcher who was interested in evaluating the literature on a subject would read

every piece of research that was available before conducting a meta-analysis and

drawing a somewhat subjective conclusion from it.

References:

Aamodt M.G. (2016). Industrial/Organizational Psychology: An Applied Approach, Eighth Edition

https://www.businessnewsdaily.com/10633-human-relations-movement.html